Salary Survey - DUPP · experts and share your passion for the food ... include interpretations of...

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SalarySurvey3rd edition

www.ifr-a.com

www.ifr-a.com

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Contents

Introduction 4 What is the International Food Recruitment Alliance (IFR-A)? 4 The Idea of the Salary Survey 4 Data Gathering / Research Methodology 5

The Salary Survey 6 Display of the Salary Figures 6 General Management 6 Production 6 Technical / Engineering 6 Sales 7 Marketing 7 R&D 7 Quality 7 Administration 7 Relative Worth of Salaries across Countries 8 General Management 9 Production 9 Technical / Engineering 9 Sales 9 Marketing 9 R&D 10 Quality 10 Administration 10 Elements of the Salary 11 Typical elements of Salary Packages 12About the International Food Recruitment Alliance (IFR-A) 14 Denmark – Foodjob Nordic 14 France – ManageriA 14 Germany – Rau Consultants 15 Netherlands – DUPP - Food Recruitment 15 Poland – RECFOOD 16 United Kingdom – Focus Management Consultants 16Appendix 17 Understanding of the Positions 17 Org Chart Administration 18 Org Chart Marketing & Sales 19 Org Chart Operations 21

Salary Survey 3rd edition - Contents

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Introduction

What is the International Food Recruitment Alliance (IFR-A)?

The International Food Recruitment Alliance (IFR-A) was established in 2009 to give international food clients and candidates a wide choice of opportunities. IFR-A recruits for the majority of functions found in food, drink, ingredients, food equipment, logistics and, generally speaking, all along the Agro-Food channel and its evolution. From farm to fork, from agricultural roles through all manufacturing disciplines, supply chain jobs and retail positions. IFR-A is the only dedicated International Food Recruitment Alliance and is established by the leading specialist food recruiters in distinct international markets. IFR-A offers the largest and most diverse range of job vacancies in the food sector internationally. IFR-A is represented by the following countries / recruitment consul-tancies:

• Denmark : Foodjob Nordic • France : ManageriA• Germany : RAU | Consultants• Netherlands : DUPP - Food Recruitment• Poland : Recfood Consulting• United Kingdom : Focus Management Consultants

All members of the International Food Recruitment Alliance are independent recruitment consultancies with full specialism in the food sector and leading positions in their home markets. Based on a professional background in the food area in combination with many years of recruitment experience, all IFR-A members are real food experts and share your passion for the food business.

Clients have the opportunity of sourcing and selecting the best candidates for their specific role from most international food markets. Each IFR-A partner brings their local knowledge and experience to provide the best international solutions. Uniform in recruitment approach, all partners follow the same principles for selection and candidates will undertake very similar processes before representation to clients.

Candidates are able to consider the best jobs in most of the major international food markets. As a candidate with international ambitions, you will find the biggest array of jobs in the broadest range of markets. Talking to your local country Recruitment Consultant will open the gateway for your international career. All IFR-A partners share their international vacancies and can recommend candidates to each other and their specific clients.

IFR-A is multi-lingual and multi-cultural, so we are able to understand the needs of clients and candidates, by combining local knowledge and international perspective. For more information please refer to page 14 or con-tact your nearest IFR-A country and recruitment consultancy.

The Idea of the Salary Survey

This document has been created by the partners of the International Food Recruitment Alliance to enable our clients and candidates to get a unique overview of salary levels specific to the food industry and a comparison of salary levels across different countries in Europe. This document is the one and only survey focusing on the European food industry and it is our intention that this survey will make salary levels more transparent and comparable for both clients and candidates throughout Europe. The comparisons made in the survey also include interpretations of figures and relative worth of salaries for added value and better understanding of the sometimes complex structures and findings of the survey.

Introduction

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Data Gathering / Research Methodology

The data displayed in this document is non-confidential and represents the industry as we understand it. The partners of the International Food Recruitment Alliance have been at the forefront of the food and drink recruit-ment industry for over 20 years. In that time, a substantial amount of valuable information has been collected and stored in our databases. We are able to utilise this data on a confidential basis to produce industry norms and averages, and provide statistics that we believe accurately represent the current state of the food and drink industry across key markets in Europe.

There is no personal or individual information illustrated in this report and all figures or statements represent groups of people, not a single individual. Our collective database consists of more than 500,000 employees across the international food and drink industry, representing employees in all functions.

The data displayed in this Salary Survey is created by recent and up-to-date input from candidates on our data-bases, and the experience and knowledge of the IFR-A team of recruitment consultants. Data is calculated from base salaries only and collected from people at businesses of 100+ people in both branded and own label manufacturers. This provides us with comparable data that is averaged to find industry standard yearly salaries. All data is displayed in Euros for comparison purposes (exchange rates are mentioned).

Introduction

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The Salary Survey

It can be assumed that the descriptions of positions differ in their use and meaning on a broad international level. Therefore in the appendix, the relationship of individual job roles has been visualised by way of a hierar-chical representation in the form of organograms. At the same time, the scope of activity involved with each job role is briefly described.

In this way, it is ensured that a comparison of the salaries in different countries is possible even though there may be a different understanding and use of job titles.

Display of the Salary Figures

As mentioned above all data is displayed in Euros for comparison purposes. The exchange rates applied to Non-Euro-States (*) are:Denmark: 1 Euro = 7.46 DKKPoland: 1 Euro = 4.55 PLNUK: 1 Euro = 0.87 GBP

Highest figureAbove the averageAverageBelow the averageLowest figure

General Management€000’s Denmark (*) France Germany Netherlands Poland (*) UK (*) Average

COO, Director Operations 208 188 196 185 100 230 185

Managing Director Sales / Marketing 206 170 212 175 100 n/a 173

Managing Director Administration 196 n/a 203 n/a 70 n/a 156

ProductionPlant Manager (big plant) 114 120 116 150 95 130 121

Plant Manager (small plant) 95 94 85 85 55 86 83

Production Manager 83 77 72 75 55 50 69

Department Manager 68 63 62 65 40 41 56

Shift Manager 58 46 47 45 28 33 43

Technical / EngineeringHead of Engineering 91 92 87 92 46 91 83

Department Manager Technical 80 71 73 70 40 60 66

Project Engineer 75 51 70 67 25 58 58

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Sales€000’s Denmark (*) France Germany Netherlands Poland (*) UK (*) Average

Head of Sales 171 114 112 127 95 147 128

National Key Account Manager 145 90 80 80 70 68 89

Regional Key Account Manager 95 67 59 63 55 53 65

Export Manager 113 90 108 90 50 75 88

Area Export Manager 76 72 79 76 40 63 68

Head of B2B Sales 128 120 120 115 55 104 107

National Sales Manager B2B 78 84 71 80 70 69 75

Export Sales Manager B2B 102 80 91 85 50 69 79

MarketingMarketing Director 125 104 119 130 90 153 120

Senior Product Manager 79 70 80 76 40 67 69

Product Manager 69 45 62 63 32 53 54

R&DHead of R&D 95 103 89 105 60 107 93


Product Developer, Application

Manager

71 45 55 49 32 39 49

QualityHead of Quality Control and

Management

99 92 89 91 55 91 86

Quality Manager 85 66 63 65 43 50 62

Laboratory Manager 70 47 62 60 27 40 51

AdministrationHead of Accounting and Finance 98 n/a 95 n/a 80 121 99

Head of Controlling 97 83 95 n/a 60 98 86

Head of Purchasing 99 99 95 110 80 99 97

Purchasing Manager 77 66 67 72 54 60 66

HR Manager 103 105 98 n/a 55 60 84

Looking at the nominal value of salaries across categories there is clearly a sizable gulf in salaries in different Eu-ropean countries for the equivalent job. It is clear that the highest nominal salary levels are generally found in Denmark and the lowest in Poland. The chart below shows, for each country surveyed, the percentage of roles which are above or below average. Denmark (97%), Germany (73%), and the Netherlands (90%) have a signifi-cant proportion of their salaries above the average. France (71%) has a majority above the average but not as significant as others however the UK (35%) falls well behind and in Poland (0%) all roles are below average.

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Country % above averageDenmark 97%

Netherlands 90%Germany 73%

France 71%United Kingdom 35%

Poland 0%

The range of salaries varies hugely with a Nati-onal Sales Manager role being the most similar across the EU region and roles such as Mana-

ging Directors commanding up to €130,000 more in the UK when compared to Poland. Salaries normally reflect the organisational seniority level of the position with managers being paid higher than specialists. The United Kingdom traditionally has higher salaries than the European average but due to current currency exchanges, this is not the case with many of roles being below average.

However, there are some interesting differences from the general picture that could indicate how certain roles are valued in the individual countries. For instance in Germany there are very high payments for General Ma-nagers and in the UK, while in general salaries are below average, functional heads are receiving higher than average salaries.

Relative Worth of Salaries across Countries

Naturally, we cannot only compare mere figures. Differences in price levels, living costs and tax levels make it impossible to get a real insight regarding what is left from the gross salaries at the end of the month from coun-try to country.

One possibility to make the figures more comparable is provided by the Price Level Index. This is a hypothetical measure of overall prices for a set of goods and services in a given region during a given interval, normalised re-lative to a base set. In order to show the correct relative worth of a gross salary (in terms of goods one is able to buy), we have applied the Price Level Index to the raw data giving a recalculated table taking national price levels into account. This equalises differences and makes figures more comparable. The individual price levels across Europe are approximated by an annual index:

Source: Eurostat.ec

The Salary Survey

9The Salary Survey

We have taken the European Union as the base set and compared this to the six countries participating in IFR-A. We can see that costs in Denmark and the UK are significantly higher than the rest of the EU, and of Poland in particular, indicated by a higher Price Level Index. This means that in general, Polish salaries will have a much higher relative worth than is observed in the raw, nominal data, and that Danish and UK salaries will have a much lower relative worth than first observed.

In the table below, we have applied the Price Level Index.

General Management€000’s Denmark (*) France Germany Netherlands Poland (*) UK (*) Average

COO, Director Operations 156 183 196 173 185 176 178

Managing Director Sales / Marketing 148 159 212 157 178 n/a 161

Managing Director Administration 147 n/a 203 n/a 130 n/a 160

ProductionPlant Manager (big plant) 85 117 116 140 176 99 122

Plant Manager (small plant) 68 88 85 76 98 66 80

Production Manager 62 75 72 70 102 38 70

Department Manager 49 59 62 58 71 32 55

Shift Manager 43 45 47 42 52 25 42

Technical / EngineeringHead of Engineering 66 86 87 83 82 69 79

Department Manager Technical 60 69 73 66 74 46 65

Project Engineer 54 48 70 60 45 44 53

SalesHead of Sales 128 111 112 119 176 112 126

National Key Account Manager 104 84 80 72 125 52 86

Regional Key Account Manager 71 65 59 59 102 40 66

Export Manager 84 84 108 81 89 57 79

Area Export Manager 54 70 79 71 74 48 71

Head of B2B Sales 92 112 120 103 98 79 101

National Sales Manager B2B 58 82 71 75 130 53 78

Export Sales Manager B2B 73 75 91 76 89 53 76

MarketingMarketing Director 93 101 119 122 167 117 120


Product Manager 52 44 62 59 59 40 53

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R&D€000’s Denmark (*) France Germany Netherlands Poland (*) UK (*) Average

Head of R&D 68 96 89 94 107 82 89


Product Developer, Application

Manager

51 42 55 44 57 30 46

QualityHead of Quality Control and

Management

74 89 89 85 102 69 85

Quality Manager 61 62 63 58 77 38 60

Laboratory Manager 53 46 62 56 50 31 50

AdministrationHead of Accounting and Finance 70 n/a 95 n/a 143 110 105

Head of Controlling 73 81 95 n/a 111 75 87

Head of Purchasing 71 92 95 99 143 75 96

Purchasing Manager 58 64 67 67 100 46 67

HR Manager 74 98 98 n/a 98 46 83

Country % above averagePoland 94%

Germany 73%Netherlands 62%

France 48%Denmark 30%

United Kingdom 3%

Following the application of the Price Level In-dex there is a marked change in the countries which have salaries higher than the group

average. Due to the relatively high living costs, the data shows that Denmark has now only 30% of its salaries above average and have dropped from highest ranking in real salaries to 5th. The United Kingdom also has a high PLI and has dropped from 5th to 6th with only 3% of jobs being above the average.

Conversely, Poland seems to benefit hugely from the application of the Price Level Index. Poland has moved from 6th to 1st place and now has 94% roles above the average. This reflects the low cost of living and buying goods in the country compared to the rest of the countries surveyed and suggests that salaries are much higher than would first appear.

Germany has a Price Level Index of 100 which is the same as the EU base level. This means that its salaries do not change in the charts above however it does rise from 3rd to 2nd due to the change in the Netherlands figu-res. The Netherlands has a slight drop in the number of above average salaries as does France which becomes almost 50:50 above and below average.

Overall we can see that Denmark and Poland are affected tremendously by the price level indices which indicate that their local market conditions are quite different from the rest of the surveyed countries. Germany and the

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Netherlands have above average salaries in both scenarios whereas the UK is below average in both.

Elements of the Salary

The total remuneration for a specialist or manager is usually composed of different integral elements. Besides the gross salary (including holiday allowance and the Christmas payment) which was taken into consideration in this study, companies grant additional benefits to their employees.

The primary ones are:

• Variable elements of the remuneration, such as bonuses*, commissions or premiums • Company pension plans• Company car or car allowance • Health or other insurances• Share options• Accommodation

*For a more precise information about the general structure of bonus systems, the percentage size in comparison to the base salary and the

achievability please see the Appendix.

The total remuneration of a specialist or manager may therefore, in individual cases, substantially exceed the base salary underlying this study.

In addition to the variation in remuneration packages that we find, there are other influencing factors to con-sider when looking at salaries. Factors leading to higher salaries generally include working for multi-national businesses, working in urban areas, having higher academic qualifications and the industrial sector worked in. Generally, food ingredients pays more than dairy, which pays more than the meat industry, which in turn pays more than bakery.

Another consideration which should not be overlooked is the number of contracted hours a particular role may require. An attractive salary may turn out to be no better when reviewed on an hourly basis than other roles with a lower salary.

Overall it is important to take these factors into account from a business perspective when setting salaries and trying to attract the best talent and from a candidate point of view when reviewing a new offer of employment.

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Typical elements of Salary Packages

Empirical data shows that terms and conditions of salary packages vary a lot between job functions and salary levels, but the tables below will give an overview of standard conditions found in each country. Table 1 shows how the elements “tax rate”, “pension” and “health insurance” influence a gross salary of € 70.000 across six countries. Table 2 shows additional elements, which also has to be taken into account when compa-ring standard conditions and benefits in employment contracts.

Table 1 Table 1Danmark Germany France Netherlands Poland UK

Gross Salary (including holiday allowance and Christmas payment)

€ 70.000 € 70.000 € 70.000 Gross Salary (including holiday allowance and the Christmas bonus)

€ 70.000 € 70.000 € 70.000

Income tax rate 41% tax and 8% labour market contributions and individual tax deductions dependent on your personal debts, location, work status etc.

17,2 % income tax, 1,5 % labour market contribution

in this case € 8,570 Income tax rate 30% for foreigners; for all others: level 1: up to € 19.645 36,55 % level 2: € 19.646 up to € 33.363 40,80 % level 3: € 33.364 up to € 55.991 40,80 % level 4: from € 55.992 52%

if income is no more than € 21.250, the tax is 19 %, above € 21.250 the tax is 32 %

0 - € 12.650 - 0 % € 12,650 - € 49,450 - 20 % € 49,450 - € 70.000 - 40 % Total: €15,597 Tax + € 5.232 National Insurance (specific to this salary)

Pension no compulsory system, but a pension is common and based on gross salary: in most cases 10 % paid by employer, and an ad-ditional 5-10% by employee

18,9 % pension 9,45 % paid by employer, 9,45 % paid byemployee (few companies have additional pension system)


Pension pension based on gross salary: about 10 %. Majority paid by employer

paid by employee and employer: the employer pays 20,74 % of the gross salary for the first 5 months of the year, then only 2,45 %

pension based on gross salary: 5 - 10 % paid by employer; em-ployee may also contribute

Health Insurance Basic health care, schools and nursing care is financed by taxes. Possibility to participate in company health insurance programme with low premium for private clinics.

15,5 % health + 2,05 % nursing care 8,3 % paid by employer, 9,25 % by employee these figures apply on reduced gross salary: in case of a € 70.000 job: approx. 6,2 % total

26,5 % health insurance & wel-fare 23,2 % paid by employer, 3,3 % paid by employee mostof employees pay for a com-plementary health insurance around €80/month

Health Insurance no, all done on individual basis, sometimes there is a central insurance with a discount, but paid by the employee

is not a cost for the employer (is included in the gross salary)

yes, paid for by the employer plus life assurance of 2-4 times salary

Net Salary € 45.364 € 45.992 € 49.524 Net Salary € 40.182 € 45.168 € 49.186

Table 2 Table 2Holidays 25-30 holidays by law + 10 ad-

ditional days / public holidaysmin. 20 days, average 28 days + a number of public holidays depending on province

25 days plus 10 public holidays Holidays min. 20 days based on 40 hour week; average: 30 days with all hours incl. + public holidays

26 days plus 13 public holidays 20-25 days plus 8 public holidays (28 days is legal minimum inclu-ding 8 public holidays, based on 40 hour week)

Company Car tax: 25 % of list car price below €40.000 + 20% of list price above €40.000 will be added to yearly gross salary and is subject to taxation

tax: 1 % of list car price + dis-tance home-workplace in km * 0,03 % will be added to monthly gross salary and is subject to taxation

1 % of list car price will be added to monthly gross salary and is subject to taxation

Company Car 14-25% of list car price will be added to yearly gross salary and is subject to taxation

free of charge for the employee, unless the agreement between the employee and the employer (or company’s policy) provides otherwise

Approximately 20% of car list value as taxable benefit in kind

Travel Costs From Home To Workplace

If no company car: Distance over 24 km from home to work-place in km *€ 0,27 can be partly deducted from taxed income. Employer can compensate the employee € 0,5/km tax free when driving in company’s inte-rest (€ 0,27/km for kilometres > 20.000 km/year)

If no company car: compensa-tion of € 0,30/km simple driving distance between home + workplace

If no company car and using public transportation: 50 % of public transportation pass paid by the company


If no company car: compensa-tion of € 0,19/km simple driving distance between domicile + workplace with a max. of 30 km per single trip

free of charge, depend on condi-tions agreed with employer

No compensation provided for travel to and from work

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Typical elements of Salary Packages

Empirical data shows that terms and conditions of salary packages vary a lot between job functions and salary levels, but the tables below will give an overview of standard conditions found in each country. Table 1 shows how the elements “tax rate”, “pension” and “health insurance” influence a gross salary of € 70.000 across six countries. Table 2 shows additional elements, which also has to be taken into account when compa-ring standard conditions and benefits in employment contracts.

Table 1 Table 1Danmark Germany France Netherlands Poland UK

Gross Salary (including holiday allowance and Christmas payment)

€ 70.000 € 70.000 € 70.000 Gross Salary (including holiday allowance and the Christmas bonus)

€ 70.000 € 70.000 € 70.000

Income tax rate 41% tax and 8% labour market contributions and individual tax deductions dependent on your personal debts, location, work status etc.

17,2 % income tax, 1,5 % labour market contribution

in this case € 8,570 Income tax rate 30% for foreigners; for all others: level 1: up to € 19.645 36,55 % level 2: € 19.646 up to € 33.363 40,80 % level 3: € 33.364 up to € 55.991 40,80 % level 4: from € 55.992 52%

if income is no more than € 21.250, the tax is 19 %, above € 21.250 the tax is 32 %

0 - € 12.650 - 0 % € 12,650 - € 49,450 - 20 % € 49,450 - € 70.000 - 40 % Total: €15,597 Tax + € 5.232 National Insurance (specific to this salary)

Pension no compulsory system, but a pension is common and based on gross salary: in most cases 10 % paid by employer, and an ad-ditional 5-10% by employee



Pension pension based on gross salary: about 10 %. Majority paid by employer

paid by employee and employer: the employer pays 20,74 % of the gross salary for the first 5 months of the year, then only 2,45 %

pension based on gross salary: 5 - 10 % paid by employer; em-ployee may also contribute

Health Insurance Basic health care, schools and nursing care is financed by taxes. Possibility to participate in company health insurance programme with low premium for private clinics.

15,5 % health + 2,05 % nursing care 8,3 % paid by employer, 9,25 % by employee these figures apply on reduced gross salary: in case of a € 70.000 job: approx. 6,2 % total

26,5 % health insurance & wel-fare 23,2 % paid by employer, 3,3 % paid by employee mostof employees pay for a com-plementary health insurance around €80/month

Health Insurance no, all done on individual basis, sometimes there is a central insurance with a discount, but paid by the employee

is not a cost for the employer (is included in the gross salary)

yes, paid for by the employer plus life assurance of 2-4 times salary

Net Salary € 45.364 € 45.992 € 49.524 Net Salary € 40.182 € 45.168 € 49.186

Table 2 Table 2Holidays 25-30 holidays by law + 10 ad-

ditional days / public holidaysmin. 20 days, average 28 days + a number of public holidays depending on province

25 days plus 10 public holidays Holidays min. 20 days based on 40 hour week; average: 30 days with all hours incl. + public holidays

26 days plus 13 public holidays 20-25 days plus 8 public holidays (28 days is legal minimum inclu-ding 8 public holidays, based on 40 hour week)

Company Car tax: 25 % of list car price below €40.000 + 20% of list price above €40.000 will be added to yearly gross salary and is subject to taxation

tax: 1 % of list car price + dis-tance home-workplace in km * 0,03 % will be added to monthly gross salary and is subject to taxation

1 % of list car price will be added to monthly gross salary and is subject to taxation

Company Car 14-25% of list car price will be added to yearly gross salary and is subject to taxation

free of charge for the employee, unless the agreement between the employee and the employer (or company’s policy) provides otherwise

Approximately 20% of car list value as taxable benefit in kind


If no company car: Distance over 24 km from home to work-place in km *€ 0,27 can be partly deducted from taxed income. Employer can compensate the employee € 0,5/km tax free when driving in company’s inte-rest (€ 0,27/km for kilometres > 20.000 km/year)

If no company car: compensa-tion of € 0,30/km simple driving distance between home + workplace

If no company car and using public transportation: 50 % of public transportation pass paid by the company


If no company car: compensa-tion of € 0,19/km simple driving distance between domicile + workplace with a max. of 30 km per single trip

free of charge, depend on condi-tions agreed with employer

No compensation provided for travel to and from work

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About the International Food Recruitment Alliance (IFR-A)

Denmark – Foodjob Nordic

Foodjob Nordic is an international, food recruitment company started in 2010, headquartered in Agro Food Park Aarhus, Denmark and branch offices in Copenha-gen and Fredericia. Foodjob Nordic has a large and broad network of companies, organizations, universities and authorities operating in the food and beverage area. We believe in the value of partnerships with businesses and people in the food sector. Foodjob Nordic is a spar-ring partner and advisor for both groups, so that together we can come to the right choice.

Our consulting services include:

• Recruitment of Managers and food specialists in areas such as Sales, Marketing, R&D, QA/QC and Production• Market analysis and business case for recruitment • Career counselling of the best candidates• Establishment of international and specialized networks in the food industry

Competition for the best talent in the global labour market intensifies, both nationally and internationally. At Foodjob Nordic we are experts in professional recruitment processes for top-qualified personnel for the food industry. Foodjob Nordic allows our clients to select the best candidates from most international food markets, and combines local knowledge with international perspective in the recruitment process. We aim to be “Your Recruitment Partner in the Food Industry”.

Tel: +45 29126119 Email: [email protected] Web: www.foodjobnordic.com

France – ManageriA

Since 1990 our company has developed consulting and recruitment activities for more than 300 clients in the agri-food and life sciences sectors. Backed by 25 years of expertise our company draws on a unique database and cutting-edge methods for headhunting. We currently deal all along the channel with all the actors from agri-supplies to mass-market distribution. We are particularly involved in food ingredients and BtoB products, as functional and nutraceutic in-gredients, aromas, technology, process and packaging and are spreading now our activity in sectors like foodser-vice, cosmetics, environment and biotechnologies. For our customers, most of them worldwide established, we recruit Managing Directors, specialists, executives in General Management, Production, Sales, Marketing, Quality, R&D, Supply chain, -Purchasing and positions strongly related to life and environment sciences.

Tel: +33 144541350Email: [email protected] Web: www.manageria.fr

About IFR-A

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Germany – RAU | CONSULTANTS

For over 40 years, RAU | CONSULTANTS have specialised in recruiting executives and experts for the food industry and related areas. Those who have important and challenging positions to fill in the German-speaking region, permanent or inte-rim, turn to us. RAU | CONSULTANTS offers clients comprehensive consulting from person to person, which is based on experience, competence and a common goal: success.

RAU | CONSULTANTS is an owner-managed and independent company; great commitment and a high degree of identification with our actions distinguish us. The team comprises 20 interdisciplinary consultants who provide you with their expertise in a variety of consultancy fields related to the food industry. These range from person-nel consultancy and compensation consulting to support in the area of training & coaching. Clients and candi-dates benefit from our individual and personal support in every phase of our joint projects.

RAU | CONSULTANTS currently winds up over 100 successful recruiting projects per year, 20% of which have an international background. The more food specific the job requirements are, the greater our strength is. Thus, RAU | CONSULTANTS mainly fill positions along the supply and value chain, in research and development as well as marketing and sales. Our wide and versatile client pool includes major global players as well as innova-tive medium-sized enterprises and family-owned businesses.

Tel: +49 8918955200Email: [email protected] Web: www.rau-consultants.de

Netherlands – DUPP - Food Recruitment

DUPP – Food Recruitment aims to be first choice in the food sector in the Nether-lands, for Food Recruitment, Executive Search and Interim Management. From our central location in the Food Valley Wageningen, DUPP is continuously investing in creating connections and knowledge in the food sector and its job market.

By specializing in this way DUPP has grown to become the food sector’s market leader in the Netherlands.DUPP has long-standing partnerships with various employers in the food sector, ranging from large multi-natio-nals to medium-sized organizations and smaller family businesses. They include Fast Moving Consumer Goods (FMCG) businesses who work with famous-name brands, and business-to-business (B-to-B) companies who work with ingredients, packaging materials, production or services destined for the food sector.

DUPP acts on behalf of applicants educated to Bachelor’s or Master’s level, who are seeking employment in the food-related sector in various positions. Our main functional disciplines are: Marketing & Sales, Operations, Re-search & Development, Quality Management and Supply Chain & Purchase. This concerns applicants with work experience, from a second career step to a top position in a functional discipline as well as general management positions.

In close cooperation with our IFR-A partners we can meet the increasing demand for internationalisation of HR in the food sector across countries and cultures.

Tel: +31 317468686 Email: [email protected] Web: www.dupp.nl

About IFR-A

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Poland – RECFOOD

RECFOOD Consulting aims to be the first choice for recruitment services in thefood sector in Poland.

The company was founded in 1997 and with over 20 years market presence its consultants have established excellent relationships with various employers in the food business, ranging from large multinationals, to medium sized organizations and smaller family businesses.

The current team of 5 consultants and 5 researchers share a passion for food and specialist knowledge of the food sector and its job market. Their proven track record in the food business is an important asset for selecting the right candidates and guarantees excellent understanding of our Clients’ business.

Most of the roles for which RECFOOD acts as recruitment partner are in the functional areas of sales and marke-ting, operations, research & development and quality assurance.

Tel: +48 224362070 Email: [email protected] Web: www.recfood.pl

United Kingdom – Focus Management Consultants

Since 1990, Focus Management Consultant Ltd (FMCL) has been market leader in food and beverage recruitment sectors in the UK.

Using the latest resourcing technologies and combining the largest exclusive tar-geted database of candidates, Focus Management Consultants is at the forefront of leading edge recruitment excellence.

Recruiting across all functions and disciplines found in the broad sector of Food and Beverage, Focus Manage-ment Consultants has unrivalled knowledge of the sector and has an unparalleled track record of success and delivery. Working in long term partnership with many leading manufacturers, retailers and foodservice organi-sations, it has developed a strong credibility in its sector for high performance standards and results delivery.

The Group operates through eight brands each with a dedicated team specializing in their field; Focus Select, Focus Chefs, Focus Management, Focus Graduates, Focus Ingredients, Focus Interim, Focus International and Focus Packaging.

Tel: +44 1625 560778Email: [email protected]: www.focusmanagementconsultants.co.uk

About IFR-A

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Appendix

Information about bonus systems

The general structure of bonus systems seems quite similar. In all countries, bonuses are generally related to the achievement of individual goals and company performance (although many different systems exist).

In Sales, the percentage of a bonus payment is the highest with around 15-20 % of the base salary. In Operati-ons and R&D positions, the percentage is slightly lower with ca. 10 % of the base salary. In Denmark, bonuses are typical mainly for Sales roles. Operations and R&D normally do not have bonus elements.

Individual goals are considered to be achievable to 100 % with a good performance of the employee. A normal performance will lead to a payment of 80-90 %. In the UK though, it depends very much on the role and com-pany, if bonuses are paid to 100 %. These days, Company goals are likely to be reached to a degree of 80-100 %.

In General, higher ranking of the position means a higher bonus percentage of the base salary. The difference is not big except for general management positions however. General management earns exceptional high bonu-ses purely depending on company performance.

Except for the UK, where many employees get only a small fraction of their bonus potential, bonuses are an integral part of the salary when existing and can usually be achieved to a degree of 80-100 %.

Understanding of the Positions

Job titles can vary considerably from company to company and country to country. The following information is a useful guide to finding where a certain role sits within the overall company structure. The individual job des-criptions are an additional source of information to enable the correct jobs to be compared.

For a clear overview, the organograms have been subdivided into three functional areas:

• Administration• Marketing and Sales • Operations

Nevertheless, the organograms only represent a possible structure of the functional areas and do not give rise to a claim of absolute validity.

As diverse as the products in the food industry are, so too are the possible organisational structures of compa-nies in different countries.

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Org Chart Administration

Managing Director AdministrationThe Managing Director Administration is in charge of the financial aspects of company management and bears responsibility for the finance and accounting area including taxes, controlling, IT and personnel. As a rule, purchasing / materials management are also controlled by the Managing Director Administration.

Head of Accounting and FinanceThe Head of Accounting and Finance is responsible for accounting, finance and taxes. They prepare the monthly and annual financial statements and is in charge of liquidity management. They prepare the figures and there-fore make an important contribution to the internal and external reporting system of the company. Head of Controlling

Head of ControllingThe Head of Controlling is responsible for preparing qualified business analyses (in particular calculating profita-bility and economic efficiency) and reports to the head of management. By creating business transparency, this person contributes significantly to the decisions made by corporate management. Decisive key figures serve as a management, controlling and coordination instrument.

Head of PurchasingAmongst other things, the Head of Purchasing organises the procurement of additional purchases, e.g. packa-ging material and additives in the required quality and from the perspective of profitability. This person is res-ponsible for the operative and strategic aspects of purchasing. In small companies, the focus is on the operative aspect, whereas in larger ones, the strategic aspect plays a more significant role.

Purchasing ManagerThe Purchasing Manager is accountable for the timely procurement of a part of the basic materials. A differenti-ation is frequently made in the areas of raw materials, auxiliary and operating materials, packaging and techni-cal investments.

HR ManagerThe HR Manager bears responsibility for the entire operative area of personnel management. This ranges from employee support over personnel planning, recruiting and development to employment law etc. The scope of responsibilities may be of national and also inter-national nature. In addition, the holder of this position is in charge of strategic themes such as change management, introduction of modern forms of work, variable remuneration systems, etc.

Appendix

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Org Chart Marketing & Sales

Managing Director Sales / MarketingThe Managing Director Sales / Marketing bears full responsibility for realising sales and turnover targets as well as for the product line and price policy. Accountable for the areas of key accounts, in-house service and order processing, marketing and field organisation (if applicable). Fully responsible for the profit and results.

Marketing DirectorThe Marketing Director bears responsibility for the management of all brands including trademarks. This res-ponsibility includes the operative and strategic aspects of managing and also maintaining a brand. Prepares the marketing plan, the marketing budget and is in charge of the areas of trademarking, category management and market research. In addition, has a key function in initiating product innovations.

Senior Product ManagerThe Senior Product Manager is responsible for introducing a brand or a product area. In this context, the stra-tegic positioning of the brand and its introduction or setting up of the product area are important elements of responsibilities. The Senior Product Manager is usually supported by a small team of “juniors” and is in charge of the entire brand and product communication.

Product ManagerThe Product Manager is responsible for marketing and managing one or more products. Tasks range from the concept, planning, implementation and control of the marketing mix right up to maximising revenue in the long term.

Head of SalesThe Head of Sales is responsible for all national sales activities with respect to the food retail industry, and in most cases for the bulk consumers and wholesale sector. Responsibilities also cover key account management, field organisation and in-house service. Since this person usually looks after the most important business custo-mers, the position requires excellent contacts among the decision makers in the trade.

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National Key Account ManagerThe National Key Account Manager looks after the top customers of the national food retail industry at the deci-sion making level; this person also acquires new trading customers, draws up the planning for customer-related sales, turnover, production line and profit and is responsible for achieving sales targets.

Regional Key Account ManagerThe Regional Key Account Manager assists the National Key Account Manager in looking after the customers in the food retail industry. At the regional level, monitors the implementation of superordinate agreements and conducts listing and distribution negotiations with the regional head offices. Occasionally, will also participate in negotiations at national level. As a rule, this bears no responsibility for leading teams.

Export ManagerThe Export Manager is responsible for building up and expanding the economic relations outside of the domes-tic market by way of directly supporting the trade partners or looking after the sales offices, agents and distribu-tors.

Area Export ManagerThe Area Export Manager bears responsibility for the sales activities in a defined key market of the company. This entails realising the marketing and sales concept together with the importers and distributors. The office of the Export Manager / Area Export Manager is usually the location of the company, but in exceptional cases, it may be the corresponding region.

Head of B2B SalesThe Head of B2B Sales is accountable for the entire distribution of semi-finished products to both the national and the international processing industry. As a rule, National Sales Manager B2B and Export Sales Manager B2B have to report to the Head of B2B and in some cases, application technology teams as well. This person looks after the most important key accounts and bears full responsibility for the turnover. Furthermore, decides on the strategic course as far as sales activities go.

Appendix

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National Sales Manager B2BThe National Sales Manager B2B is responsible for the sale of semi-finished products to the processing industry or the key accounts at national level. For this purpose, this person has contacts both in R & D and production, as well as in purchasing or executive management. The National Sales Manager also looks after the customers in terms of application technology for the most part.

Export Sales Manager B2BThe International Sales Manager B2B is responsible for the sale of semi-finished products to the international processing industry. Apart from salesmanship knowhow, this person is familiar with the application possibilities of the products and also has solid technological skills. The responsibility for key accounts of globally operating food groups places high demands on the person holding this position.

Org Chart Operations

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COO, Director OperationsThe COO, Director Operations is responsible for controlling the strategic development of the technical depart-ment. In particular, this includes the areas of production, logistics, technology and engineering. The holder of this position bears full responsibility for the costs.

Plant Manager (big plant)The Plant Manager is in charge of implementing the production plans in the amounts, quality and at the costs agreed as well as within the specified time frame. Apart from production and technology, the responsibilities also include purchasing, calling off and logistics. This person bears full responsibility for costs, investments for the most part, and in a profit centre organisation is sometimes even accountable for the results.

Plant Manager (small plant)The responsibilities of the Plant Manager include production and also technology at the production site. On one hand, the person in this position ensures the production in compliance with volume, deadlines and quality within the scope of the specified production programme; this also comprises the standard of processing and production. On the other hand, the Plant Manager is responsible for maintaining the production facilities to ensure trouble-free operations.

Production ManagerThe Production Manager ensures that products are manufactured in accordance with deadlines, quality and quantity. In this process, all the measures necessary to promote the efficient use of existing personnel and tech-nical capacities are planned, coordinated and controlled.

Department ManagerThe Department Manager usually reports to the Production Manager and this function is mostly found in larger organisations. The Department Manager is responsible for a defined area of production. This entails supervising the production process in the department and independently assigning the Shift Manager and employees to their work. Shift work is not normally part of this position.

Shift ManagerThe Shift Manager is responsible for managing a shift and likewise works according to the shift schedule (early shift, day and night shift). This person supervises the production line foreman, the production process and as-signs the employees to their tasks. Amongst other things, work is measured on the strength of key figures such as production volume and rate of defectives.

Head of EngineeringThe Head of Engineering is responsible for the technical management of a production location. Controls the production facilities and assumes responsibility for the servicing and maintenance as well as for investments within the scope of his/her budget. This person ensures the constant operability and continual optimisation of all technical facilities.

Department Manager TechnicalThe Department Manager Technical is respon-sible for the planning and implementation of servicing and maintenance; at smaller sites, is also in charge of investments and replace-ment purchases that comply with the speci-fied budget. This person ensures the constant operability and continual optimisation of all technical facilities.

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Project EngineerThe Project Engineer works in the technology department and is responsible for the planning, carrying out and commissioning of individual investments with respect to machinery and plant engineering. In addition, supports the Department Manager / Divisional Head of Technology in optimising the production processes and other is-sues involving process technology.

Head of Quality Control and ManagementThe Head of Quality Control and Management is responsible for the entire area of quality including hygiene (HACCP concepts and training seminars), quality management systems and quality assurance including supervi-sing all the certifications (e.g. IFS, BRC, DIN, ISO).

Quality ManagerThe Quality Manager is responsible for the conception, implementation and control of the quality management systems (e.g. IFS, BRC, Bio). Furthermore, supervises external audits by customers, certification companies, etc. and carries out internal audits.

Laboratory ManagerThe Laboratory Manager is responsible for organising the laboratory and controlling the raw materials and auxiliary and operating materials as well as the final products. He supports the production process if quality is-sues arise and is usually responsible for hygiene and the handling of complaints. There is a close relationship to product development as well, particularly in small companies.

Head of R & DThe Head of R & D is responsible for developing the product and for the research activities of the company as the case may be. Product development comprises the planning and realisation of a product that is customer-oriented and in conformity with market requirements. He receives his input e.g. from the marketing field. His position also entails observing the technological and market developments as well as maintaining contact to suppliers, universities and research facilities.

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Senior Product DeveloperThe Senior Product Developer manages a small team of (junior) developers. He is responsible for a product area and supervises important development projects of a company. Innovations play a special role currently. His tasks therefore include observing the market and the competition apart from the developing aspect of the position.

Product Developer / Application ManagerThe Product Developer / Application Manager works on the further development of existing products; he reali-ses innovations and process development while taking the general conditions of the food industry into account. He also helps the processing food industry to implement products in the food ingredients sector. The person in this position has no special responsibility for employees.

Laboratory ManagerThe Laboratory Manager is responsible for organising the laboratory and controlling the raw materials and auxi-liary and operating materials as well as the final products. This person supports the production process if quality issues arise and is usually responsible for hygiene and the handling of complaints. There is a close relationship to product development as well, particularly in small companies.

Head of R & DThe Head of R & D is responsible for developing the product and for the research activities of the company as the case may be. Product development comprises the planning and realisation of a product that is customer-oriented and in conformity with market requirements. This person receives input from the marketing team. This position also entails observing the technological and market developments as well as maintaining contact to suppliers, universities and research facilities.

Senior Product DeveloperThe Senior Product Developer manages a small team of (junior) developers, and is responsible for a product area and development projects. Tasks include observing the market and the competition.

Product Developer / Application ManagerThe Product Developer / Application Manager works on the further development of existing products; this per-son realises innovations and process development while taking the general conditions of the food industry into account. They also help the processing food industry to implement products in the food ingredients sector. The person in this position has no special responsibility for employees.


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